Unwanted New Hire Turnover
A new survey from Jobvite reports that 3 out of 10 new hires will quit in the first 3 months. For those of you investing time and money in the hiring process whether as a recruiter, in HR, or as the new employee’s manager, this has got to be very discouraging. What a waste of new hire orientation resources and now you have to start all over again to fill the position! You need to figure out how to keep new hires engaged.

Why New Hires Leave
First, we need to understand the reasons behind unwanted new employee turnover.

  • 43% of those leaving say that the job did not meet their expectations
  • About 30% say they did not like the company culture
  • The same number report that a bad experience or incident caused their departure

Improving the New Hire Process
It does not take a rocket scientist to see that the new hire process needs improvement before, during, and even after a new employee comes on board. Here are three simple steps to forestall unfortunate hiring mistakes and increased attrition:

  1. Consistent and Clear Communication
    Your hiring team must be crystal clear on what the job entails and honest about the job and the company culture. While you should be able to sell what makes your company a great place to work, candidates need to understand exactly what they would be signing on for job-wise and behavior-wise. The truth always comes out shortly after people start a new job. If the culture or job is significantly different from what they were led to believe, they will soon be gone.

  2. Peer Pal
    Select someone on the team to help the new employee through the challenging early days on the job by being available to answer any questions, introduce them to key members of the team, and provide occasional advice. This personal, supportive relationship can be crucial to solve any issues before they become a reason to leave.

  3. One-on-Ones
    Ultimately, it is the manager who owns the responsibility for the engagement of their team members. Managers should meet one-on-one regularly with their employees, especially those newly hired, to develop relationships that are both personal and professional.

    The best managers know and care about the goals of their individual team members. They understand employee strengths and their communication styles. And they create an open trusting, mutually respectful environment where knowledge and ideas are comfortably shared.

  4. Follow Through
    Unfortunately, most new employees find that their new company does not do a consistent job of visibly following through on employee engagement feedback. If you ask your new hires for engagement and satisfaction feedback, make sure that you take action after your engagement survey

    New employees who see action after an engagement survey are twelve times more likely to be engaged the following year compared to those who do not see follow-up. 

The Bottom Line
How many new hires have you lost in the last three months? Now and then, you may miss something in the interview process but, by and large, miscommunication and lack of support cause disengagement and unwanted turnover.

To learn more about how to keep new hires engaged and productive, download 7 New Employee Orientation and Onboarding Best Practices for Speed to Productivity

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